THE EFFECT OF EMPLOYEE PERSONALITY DIMENSIONS ON ORGANIZATIONAL PERFORMANCE In the case of Gondar City Administration Urban and Infrastructural Development Municipality.

Abstract

The main objective of this study was to examine the effect of employee’s personality dimensions on organizational performance in the case of Gondar city administration urban and infrastructural development municipality, and it helps to determine the extent of personality dimension contribute to Organizational Performance and to show the relationship that exists between personality dimension and Organizational Performance at Gondar city administration urban and infrastructural development municipality. The study used quantitative research approach, explanatory research design and primary source of data, the target population of this research were customers of Gondar city administration urban and infrastructural development municipality, the sample size were 384 respondents and the researcher used conventional sampling techniques. The Data collected through administration questionnaires and analyzed using the Statistical Package for Social Sciences (SPSS) version 27. Based on the objective of the study the researcher found the Effect of Employees Personality Dimensions of agreeableness, Conscientiousness, Extraversion, and Openness personality dimension variables have a positive and significant effect on Organizational Performance at Gondar City Administration Urban and Infrastructural Development Municipality. But Neuroticism has a negative effect on Organizational Performance. During Employees Personality Dimensions Conscientiousness has more significant effect on Organizational performance. Organization should be receiving feedback from the customers and conduct assessments to know the level of employee’s personality to improve organizational performance. The organizations must be identifying employees and give recognitions who have conscientiousness, openness, extraversion, and agreeableness personalities to improve organizational performance, but organizations must be give advice to employees who have neuroticism personality to avoid it to improve organizational performance, and human resource, and operational managers should ensure they identify the personality type before they made any recruitment and selection decision. The researcher recommends to future other researchers consider several organizations for study with including more variables as well as expanding data sources – different stakeholders or customers of the organizations to be studied.